2016 CJC D&I Plan Tracking
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UF CJC Inclusion and Diversity Plan
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Strategy/Tactic Tracking
CJC Inclusion, Diversity and Equity sitehttps://www.jou.ufl.edu/diversity-and-inclusion/
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2016 draft Plan, revised 2019
2016 planhttps://docs.google.com/document/d/1cOPdGgcs9zBC5wcgdbN9SEQStbpXzYeFm2aKl8_BERc/edit?usp=sharing
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2016 Strategy
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A. Expand the Knight Division Multicultural Affairs function to attract new students from
all backgrounds and create an environment welcoming to a multicultural population.
2019 Progress Tracking
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STATUSLEADNEXT STEPSJanFebMarApr
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JunJulAug
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aAppoint a diversity and inclusion officer and provide adequate resources and authority/influence to implement change.doneAdministrationTrack annual activities and perform public self-assessment lead, by CJC committee, on efficiacy of activities and support by administration/faculty
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bRecruit undergraduate and graduate-level student “ambassadors” to conduct forums, create programming UnderwayKatrice / Knight Division Student Task ForceTrack annual activities and perform public self-assessment
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cRecruit diversity and inclusion experts to help guide strategies and programs UnderwayJoannaJoanna - folks like Keith Wood; tracking centralized UF D&I efforts through Chief Diversity Officer. Make plan over summer, host at least two sessions in Fall 2019.plan
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dCreate a database of employers actively hiring diverse candidates and increase efforts to establish internship and career pipelines to these companies AssignCareer Services/Knight DivisionCheck on status of CJC career services hire. Meet with Katrice and Jaysen
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eWork with Communication Department to more aggressively promote our diversity and inclusion effortsUnderwayRandy & subcommitteeFinalize audience/mission. Build out content and plan for living updates.
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fWork with each unit to craft their own diversity and inclusion policy that is consistent with the College’s overall policy.sunset?NOTE: (MS) this seems like busy work. Shouldn't the CJC policy cover all the units? To what end would the units' be different? What is the College's policy?
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gConduct a baseline climate survey of faculty and students to measure progress.Underwaysubgroupreview 2019 questions and socialize collection
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hBenchmark diversity and inclusion against other communication programs in the SECAssignJoanna
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2016 Strategy
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B. Design a recruitment process that addresses and mitigates bias and ensures a broad
and diverse pool of high-caliber faculty and graduate students.
2019 Progress Tracking
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Faculty/Staff RecruitmentSTATUSLEADNEXT STEPSJanFebMarApr
May
JunJulAug
Sept
OctNovDec
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iReview hiring criteria to ensure potential is valued as highly as experience Held hiring "summit" w/ task force and interested members to talk about how to tackle these issues (March 29, 2019). Various 'how might we' questions developed to dive further in.
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iiDesign an interview process so that implicit bias is minimized
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1. Diversify search committee to ensure candidates with non- traditional credentials are not excluded
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2. Ensure job descriptions are inclusive, bias-free
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3. Give all candidates same questions, same scrutiny
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iiiInclude in search criteria and interview process, questions about experience with promoting diversity and inclusivity plans and programs
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ivMarket open positions on diverse outlets
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vCreate a calendar and attend conferences to recruit non-majority scholars and professionals
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Graduate Student Recruitment
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iVisits by Grad Division head to historically black colleges, particularly in the Southeastschedule meetingDebbie / Grad DivisionNext: task force meeting w/ Grad Division to check on status of these items
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iiCreate a “special visitation weekend” and subsidize the visit for some of the top PhD applicants to come to campus to meet with faculty, get tours, etc.schedule meetingDebbie / Grad Division
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iiiHost a reception in Miami to promote our program to Hispanic undergrad/master’s students schedule meetingDebbie / Grad Division
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ivSponsor booths and receptions at conferences to recruit multicultural studentsUnderwayJoanna
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vFund one or two additional PhD lines for research focused on race, ethnicity and diversity or intercultural communication schedule meetingDebbie / Grad DivisionNext: task force meeting w/ Grad Division to check on status of these items
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viFocus one of our graduate fellowships (now preeminence) positions on that researchschedule meetingDebbie / Grad Division
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viiRe-frame some of the research we are already doing (e.g. health disparities) and areas of expertise under a race and ethnicity or intercultural category schedule meetingDebbie / Grad Division
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viiiIncrease recruitment efforts to international studentsUnderwayDebbie / Grad Division
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1. Capitalize on alumni groups in those countriesAssignDebbie / Grad Division
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2. Create marketing materials in native languagesUnderwayRandy/communications & grad division
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3. Recruit grad students to create blogs in native language of prospectsAssign
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ixBuild awareness of our diverse Ph.D. student body among peer institutions to help doctoral student placement and success. UnderwayDebbie / Grad Division
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2016 Strategy
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C. Create processes and mechanisms to make the environment and culture more welcoming for diverse students and faculty2019 Progress Tracking
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STATUSLEADNEXT STEPSJanFebMarApr
May
JunJulAug
Sept
OctNovDec
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aAdd content and clear statement prominently placed on College’s web site and other communications outlets about the value the college places on creating and supporting a diverse environment. doneMatt / RandyDiversity, Inclusion and Equity page created on CJC website and placed in global navigation. Updated as initiatives develop.
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bCreate a faculty mentoring program for new faculty members that pairs them with mentors (inside and outside the college) from different backgrounds to increase collaboration and cultural competence. Assignfaculty welfare committeereview policies on tenure-track faculty and expand to lecturer lines. Make suggestions for staff.
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cEstablish a more unbiased and incentivized faculty evaluation process
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1. Review tenure requirements for bias, discrimination and alignment with college valuesAssignT&P committeeforward to committee. committee review
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2. Ensure evaluations are free of macroaggressions
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3. Make diversity and inclusion in curriculum and teaching part of the evaluation process for faculty and graduate studentsschedule meetingworking group and CJC curricular committeeestablish working group to draft and present to CJC curricular committee to forward to faculty
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4. Make mentoring part of the evaluation process; develop specific plans to address weaknesses.Joanna / administration
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dProvide regular diversity and inclusion training to faculty, staff and graduate assistantsJoanna
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eEstablish more formal relationships with programs outside CJC that attract more diverse students (e.g. African Studies, Women’s Studies, Latin American Studies) and more aggressively promote dual majors or new minors to help add more diversity to CJC classesJoanna and task force members
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fProvide funding to help low-income students afford internships UnderwayKatrice and Knight Division
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gParticipate in national programs that recognize diverse studentsUnderway
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hConduct entrance and exit interviews for faculty about climate, environment and experienceAssignWantanishaReview and design
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2016 Strategy
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D. Integrate diversity and inclusion into curriculum and immersion experiences2019 Progress Tracking
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STATUSLEADNEXT STEPSJanFebMarApr
May
JunJulAug
Sept
OctNovDec
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aInclude an inclusivity statement on all syllabi working group and CJC curricular committeesee section 3c above.
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bBe intentional on student groupings.
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i. Create groups that enable students to interact with others of different races/cultures subgroup to make classroom tactic suggestions?
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ii. Rotate pairings throughout semester (pairing strengths and weaknesses) subgroup to make classroom tactic suggestions?
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iii. Active management of student socialization forcing them into uncomfortable situations (mirroring real-world expectations)subgroup to make classroom tactic suggestions?
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cRequire assignments (classroom and immersion) that force inclusion and help make students more sensitive to issues; incorporate benefits of inclusion into curriculum/case studiesworking group and CJC curricular committee
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dDevelop classes/workshops that focus on diversity and inclusion, perhaps focused on specific races, cultures, topics, etc. (e.g. Islam, Media and Popular Culture) Underway
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eRecruit visiting lecturers and speakers that reflect diversity and can address these issuesUnderway
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fExplore structuring classes, particularly large lecture classes, that allows for more student interaction with each other
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